Framework for staff engagement - Key points
- Ensure that union representatives have adequate facility
time to participate in joint working and to brief/consult
their members.
- Check that line managers make arrangements to release
and cover for staff so they can participate as appropriate
in consultation and joint working.
- Monitor staff participation in partnership activities such
as consultation exercises. Is there a representative spread
- for example, by grade, gender, ethnicity, disability,
working hours? If not, how might this have a negative
impact on the change process and what steps can be
taken to address under-representation?
- Check that all management tiers have been fully briefed
on the framework for employee involvement. What support
and resources will operational managers need to adhere
to it?
- Agree clear ground rules for joint working, to create a
safe atmosphere for all participants where there can be
open and constructive dialogue.
- Agree a protocol on sharing confidential information within
the partnership.
- Evaluate the effectiveness of joint working. Are there any
training and development needs or skills gaps that need
to be met to enable people to participate fully and
constructively in the partnership for change initiative?
- Remember that once training and development needs
have been addressed, they may need to be refreshed
from time to time. People move around or out of the
organisation and training may need to be updated.
